强烈动压巷道受力不对称特性及帮强控制研究

针对五阳煤矿7603运输巷围岩工程环境,基于相邻工作面回采后围岩受力和变形的不对称性特性,提出帮整体强化支护理念,从强化弱帮、建立强力支护结构体和提高整体支护刚度3方面设计控制体系,并确定了帮强控制方案,进行了现场应用。工程实践表明,帮整体强化支护技术有效地解决了该条件下巷道维护难题,保证了巷道稳定。     

电离层电急流的人工调制

由基本的磁离子理论出发,构造了大功率电波调制电离层电急流的自洽理论模型.利用此模型,计算了电离层D/E区高度上电子温度随加热时间的变化,以及不同高度上的加热时间和冷却时间.基于方波脉冲的入射方式,详细地研究了加热区电离层电导率和赤道电急流的振荡过程.计算结果表明,地面入射的大功率电波能有效地调制电离层中存在的大尺度直流电流,而且该调制电流可以作为ELF/VLF电波的辐射源.最后简单地分析了在未来实际工程应用中所需要解决的问题.     

How to (and how not to) assess the integrity of managers.

This article concerns how to evaluate the integrity of managers, with an emphasis on identifying those with low integrity. After defining our terms, we review leadership research showing that subordinate perceptions of their manager's integrity determine how much they trust their manager which, in turn, influences their attitudes and performance. Next we evaluate a common method for assessing the integrity of managers. This method defines integrity as a leadership competency and measures it using coworker ratings of observed ethical behavior. We found that these behavioral ratings suggested only a negligible proportion of managers may have integrity issues and did not distinguish high- from low-performing managers. We then propose an alternative method based on subordinate expectations about the likelihood that their boss would behave unethically. This method suggested that a much larger proportion of managers may have integrity issues and did distinguish high- from low-performing managers. Based on these findings, we offer recommendations for assessing integrity in practice and urge the leadership field to seriously consider the prevalence and impact of managerial misconduct. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A hierarchical taxonomy of top managers' goals.

To embed goal theories more deeply in the domain of top-level leadership behavior and to provide a vehicle to facilitate future research, the authors developed a taxonomy of managerial goals. Interviews with 75 company leaders--founders and presidents--from 3 countries generated 2,182 articulated goals. Content analysis supported 2 taxonomic dimensions: goal content and hierarchical level. The goal content dimension specified 10 categories of substantive goal targets, and the second dimension captured the hierarchical structure of the top leaders' goal sets, with lower-level goals being instrumental toward achieving superordinate goals. The hierarchy comprised 5 goal levels: ultimate, enterprise, strategic, project, and process. Chi-square analyses revealed relationships between goal content and hierarchical level as well as differences between the national subsamples. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

核物理实验数据的离线分析程序

在FortranPowerStation环境下编制了一用于多参数核物理实验的离线数据分析程序。该程序支持多种输入输出数据格式 ,并提供用户子程序调用入口 ,完成所需的event by event分析计算 ,并提供多边形条件、二维谱线性化、软件分除、计数器、谱累加等常用功能函数。程序可用来完成原始数据的挑选、压缩和物理分析等任务 ,具有良好的通用性和实用性     

An empirically-derived managerial key for the California Psychological Inventory.

Chi square comparisons of the responses of 603 managers and supervisors with those of 1748 men-in-general indicated that 206 of the 480 California Psychological Inventory (CPI) items reliably (p     

An industrial use of peer ratings.

Can peer ratings identify managers who later are promoted rapidly in a large corporation? A representative sample of 56 graduates was selected from 4-week middle manager training classes where a lengthy 13 item peer rating was administered. When the mean peer ratings of 21 managers who received 2 or more promotions after graduation were compared with the mean peer ratings of 19 managers who received no promotions, differences were significant at the .01 level for all but 3 of the rating items. The results suggest that a large body of predictive data for industry exists in the judgments contemporary managers are able to make about each other. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Categories of thought of managers, clerks, and workers about jobs and people in an industry.

What effect does the use of categories by various groups have on communication? What can be gained by analyzing categories of thought about jobs and people in industry? "Triads of jobs and people were presented to 105 Ss. The Ss were managers, clerks, and workers in a small New York State industrial concern. The Ss were asked 'Which one of these three jobs (people) is more different from the other two?' and 'Why?' The characteristics that differentiated one member of the triad from the other members were listed. Certain differences in the lists obtained from the various groups were observed. An attempt was made to assess the significance of these differences for inter-group communications in industry." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

关于国有企业建立经营者激励约束机制的思考

本首先简要阐述了建立经营激励约束机制的理论基础，分析了国有企业经营激励约束机制的现状及所存在的问题。章同时指出建立经营激励约束机制应明确的几个问题，最后提出了国有企业建立经营激励约束机制的基本途径。     

From time series to linear system—Part II. Exact modelling

In the second part of this paper the problem of finding an exact model for a q-dimensional infinite time series is considered. First a mathematical vocabulary for discussing exact modelling is developed. It is then shown how the results of Part I guarantee the existence of a most powerful (AR) model for an observed time series. Two algorithms for obtaining such an (AR) model are subsequently derived. One of these algorithms gives a shortest lag input/output model. The problem of obtaining a minimal state space realization of the observed time series is also considered. In order to do that, realization theory based on the truncated behaviour is developed. As an extensive example, the classical situation with impulse response measurements is discussed.